Compensation Study

The Vendor is required a review of the city's pay plan and salary structures, a market compensation analysis using comparable public-sector employers, and a comprehensive evaluation of job classifications and job descriptions to ensure they accurately reflect current duties, responsibilities, and organizational needs.
• Review and provide market pay data with an emphasis on public sector comparators. Review all Pay scales/grades for all positions, external vs internal review of data. Review of overall pay plan structure and provide recommendations to streamline
• Review of pay scales/grades for all positions.
• Review and update recommendations for all positions.
• Correct Staff Specialist and Staff Specialist Sr and Executive Assistant and Executive Assistant Sr pay grade (currently the same)
• Review of job descriptions (education, experience) seeking consistency across job families and within progression within same job family
• Review PTTP (Progression Through Training) program and positions impacted, provide best practice suggestions
• Review POTP (Progression Outside Training) program, provide recommendations of effective ways and/or best practices
• Review compensation policies and provide recommendations and best practices based on market
• Provide suggestions on salary analysis or job audit tools, process best practices that are utilized by other public sector organizations
• Provide system recommendations for ongoing market pay data review, following the study.